Making change and sustaining new learning after reproductive health training in Papua New Guinea

Introduction: Maternal mortality remains high in Papua New Guinea where most of the population lives in rural and remote areas, health worker training is poor and continuous reproductive health training is all but non-existent. A Reproductive Health Training Unit (RHTU) established in 2012 through a partnership between National Department of Health, Oil Search Foundation and Department of Foreign Affairs and Trade Australia provides continuing professional development for health workers of all cadres who are providing reproductive health services and education, such as doctors, health extension officers, nurses, midwives, and community health workers. To determine changes made a qualitative analysis of 126 course attendees and supervisors/managers was undertaken. Methods: 126 course attendees and supervisors/managers were interviewed during 2014 and 2015 about self-perceptions of their knowledge, attitude and practice following participating in an RHTU course. Data were analysed thematically using a template analysis of the AAA model, which theorises for change to occur there needs to be: acceptance, ability and authority to change. Findings: It was found change following Reproductive Health Training Unit courses is happening due to acceptance of the need to change, and the ability to change. However, the main barriers to change have been found to be lack of ability because of poor resources and lack of authority to change back in the workplace. Conclusions: Continuous training will help increase the ability to create change in health facilities as a there will be a higher acceptance rate of the need for change, the ability to change, and would create more strength providing the authority to change.